The Influence of HR Manager’s Nationality in Transferring and Implementing HR System = 해외기업 인사관리자의 국적관련요인이 인적자원관리 시스템의 이전과 적용에 미치는 영향

다국어 초록 (Multilingual Abstract)

This paper aims to focus on the HR system aspect of the firm specific advantages of multinational companies. The study explores the role and effect of staffing with expatriates in a subsidiary in the transfer and implementation of a HR system from headquarters to that particular subsidiary. The transfer of the HR system takes place in the background of institutional duality, country-specific institutional setting and regulations from the parent company. Based on the debate on institutional duality, the study develops a theoretical framework connecting the literature stream about the transfer and implementation of organizational practices in terms of expatriate influence on the HR system and the expatriate roles to gain a better understanding about transfer and implementation mechanisms of HR systems in subsidiaries of multinational companies. The theoretical model provided in this study gives a first insight into the influence of the subsidiary HR manager’s nationality on the transmission of the HR system from headquarters to subsidiaries and the resulting degree of overlap between the two systems. Three variables identified-the level of reputational effectiveness, the level of allegiance to the subsidiary and the level of parent country language skills of the HR manager in a subsidiary-are hypothesized to influence the overlap between the HR system at headquarters and subsidiaries.

목차 (Table of Contents)

• I. Introduction
• Ⅱ. Literature Review and Development of Theoretical Model
• 1. HR systems and their transfer within the multinational company
• 2. Dual institutional pressure on subsidiaries during the transfer of organizational practices
• 3. Influence of subsidiary HR manager nationality on the subsidiary HR system
• 4. Allegiance, Reputational Effectiveness, and Language
• Ⅲ. Discussion and limitations
• References